IBI’s Survey on HPM Impact

Research by the Integrated Benefits InstituteJuly 2010

Source: The Impact of Employer Health and Productivity Management Practices, Integrated Benefits Institute, July 2010

IBI Research on Employers’ View of the Effectiveness of Their HPM Practices

Purpose: To detail the effectiveness of HPM practices on employer goals.

Key Insights:

Although reducing medical/drug costs is the top goal for HPM, almost as many seek health-related productivity improvement, just not as ardently.

Overall, employers view HPM practices as having a positive effect on their program goals.

Four of the six top-rated HPM practices are disability management/RTW practices.

Nonetheless, effective practices are distributed broadly across all three program types.

Best-practice HPM, affecting multiple goals, include nurse case management, transitional RTW, health risk coaching, on-site providers, participation incentives and weight management.

HPM practices are effective at driving employee satisfaction.

The full study is available to members of IBI.

Commentary is available in Notes view of downloaded presentation.

Desired Outcomes for Important HPM Practices – By percentage of employers

3

0% 20% 40% 60% 80% 100%

4

Impact of Important HPM Practices on Intended Outcomes?

0% 20% 40% 50%30%10%

Impact of Three Most Important HPM Practices

-2.0 -1.5 -1.0 -0.5 0.0 0.5 1.0 1.5 2.0

Gray bar indicates 95% confidence level (range within which chance variation could explain the result)

Overall Impact on Outcomes – top-13 rated practices

-2.0 -1.5 -1.0 -0.5 0.0 0.5 1.0 1.5 2.0

Overall Impact on Outcomes – Remaining Nine

-2.0 -1.5 -1.0 -0.5 0.0 0.5 1.0

Impact Across Multiple Goals

8

Best practices

HPM Impact on Employee Satisfaction

9

-2.0 2.0-1.5 1.5-1.0 1.00.5-0.5 0.0